home | on the job

 BARGAINING UPDATE #3 

August 1, 2005

UNION SUBMITS PROPOSALS

In the three initial bargaining sessions, the Union Bargaining Team has submitted the majority of our non-economic proposals.  These proposals were ratified by the membership at meetings in early July.  The proposals include:

• Strengthen contract language to ensure that all RNs receive every other weekend off (utilize flex alternatives such as the modified weekend schedule, combo shifts, part-time and pool to ensure weekend coverage and time off).
• Eliminate “make up weekends” for time on vacation (again).
• Establish voluntary Float Team with crosstraining, for each division and for sister-area with $5/hour differential.
• Limit floating to one unit in any shift.
• Eliminate floating from your unit while another nurse floats into your unit.
• Float or cancel agency, travelers or pool before floating any regular RN.
• Raise tuition reimbursement cap to $4000 (equivalent to the cost of 2 courses at Barry University).
• Ensure approval of workshops/CEUs, etc., consistent with our contract and reimburse employees within 14 days of submission of receipts.
• No contracting out of any bargaining unit jobs or services.
• Expand option for job basis professionals to work holidays.
• Eliminate 40 day notice for 1^st come, 1^st served vacation requests.
• Increase cash out of PL time to 3 times per year up to 360 hours maximum.
• Provide uniform allowance for part-time professionals.
• Establish Lift Teams (presentation of research and formal proposal in August).

The Union is finalizing its economic proposal for presentation in August.  Once we receive the remaining area and national comparables, information requested from management and the budget analysis from our International Union, we will make that proposal.

MANAGEMENT CONTINUES ANTI-RN AND PROFESSIONAL TONE

As we shared with you last week in Update #2, management has come to the table with a long list of takeaways.  At our last session on Friday, July 29, they brought no new proposals, but verbally agreed to drop a few of their takeaways and return to current contract on:

• Number of bargaining team representatives for professionals (although they continue to propose a reduction for RNs).
• Non-discrimination between two equally qualified candidates for work assignments, promotions, evaluations, etc.
• Denying RNs entrance to internships/training programs because of short staffing.

They continued to stand firm on charging us to process our dues, attacks on protections if the hospital is sold, elimination of prevailing benefits (past practice) and reductions in the other employee rights under the grievance and disciplinary procedures.  They have also made it difficult for our bargaining team members to participate in negotiations by forcing off-shift members to attend negotiations and then work their full shifts in the hospital.  When the Union raised this problem, we were told “why should we bear additional costs to hear opinions we don’t agree with.”  What happened to open exchanges, communication and good faith bargaining?

WHY ANTI-EMPLOYEE CAMPAIGN INSTEAD OF NEGOTIATIONS?

As proud Jackson employees, we just completed a great JCAHO visit  with all of our help.  Many of us are working diligently and cooperating  with management to win magnet status.

And yet this administration, as a thank you, has chosen to run an anti-RN, anti-Professional campaign against the very employees who are responsible for the above successes.  It is apparent that this new administration needs to learn about its employees and respect the hard working RNs and healthcare professionals in the manner we deserve.  While we clearly recognize the challenges that face Jackson at this time, we expect bargaining in good faith without disrespect or hostility.